THE PILLARS OF APL SERVICE
Superior Screening is our motto and Superior
Screening is our promise. Our strength is in our
comprehensive screening processes. We offer confidential
recruitment solutions to help our clients and candidates
make informed decisions. We have a strong commitment to
analysis and fit. We analyze in great depth specific needs,
attributes of organizations and of candidates by the most
up-to-date psychological and human resources tools and
concepts in order to make the most lasting fit.
Going beyond merely sending out resumes, APL focuses on
relationships and analyzes the needs of both candidates and
the workplace. Such variables as technical legal skills,
practice management, work modes, interpersonal skills, and
core characteristics are all explored. Using APL's rigorous
analytical tools such as Life Interests, Career
Goals/Opportunities, Self/Team Assessments, and the Ten
Principles of a Profitable Fit, APL consultants will come up
with the best fit for all concerned.
After 20 years of legal recruiting, we have developed an
extensive data and contact and knowledge pool as well as a
finely honed team approach, assuring you of confident
recruitment services. We have learned that our team approach
to recruiting results in maximum workplace and candidate
opportunities for you. Let our experience make the
recruitment experience a positive one.
After 20 years of legal recruiting, we have developed a pool
of clients and candidates that are exceptional in their
breadth and in their diversity. We go beyond merely big-firm
lawyers and opportunities, to offer you the richest possible
career and workplace solutions. Be it in-house, government,
or law firm, regardless of the size, APL is your best choice
for more choice.
APL employs legal professionals who are also human resources
specialists in order to provide our clients and candidates
with the best lawyer fit. All our recruiters have long and
diverse legal practice histories in order to better grasp
the needs of the legal community we serve.
We don't mass circulate identified candidate resumes. We
take the confidentiality of a candidate and the employer
very seriously. We realize there may be a cost to a
candidate when he or she is seen as looking by either
colleagues or competitors. There may be a similar strategic
cost to an employer if his/her employees or competitors
learn of same.
employer without an employer's authorization to receive the
resume (without naming candidate) and without the
candidate's express authorization.